Anderson Partners - Our Approach

Due Diligence and Background

During the initial phase of a search, a broad-based due diligence and needs assessment is conducted. Through confidential discussions with key executives and, as appropriate, board members, this study provides a thorough understanding of the requirements for the position to be filled. At the time, relevant facts and issues of the business, client strategy and objectives, and a working knowledge of the company's history, strengths and needs are discussed. From this discussion, corporate culture and management objectives come into focus. Throughout this phase, a deeper understanding of the organization, the competitive landscape, strategies appropriate for the organization, and the skills and competencies necessary for the position will be determined.

Position Specification
As a result of the initial due diligence process, a position description is drafted. This document, which positions the company, addresses the key selection criteria of the candidate, explains the scope of the responsibility and defines reporting relationships, becomes the search "blueprint" that provides key information for potential candidates and selected industry sources.

Research
A customized search strategy is developed that includes a target list of companies where the ideal candidate/profile will most likely be identified. Systematic research of these target companies, combined with input from key industry sources, is conducted to develop a list of prospective candidates for thorough screening and evaluation.

Candidate Identification and Assessment
A number of prospective candidates will be identified and interviewed, and the top candidates will be recommended to the client. Every candidate recommendation is based on a thorough personal interview and a comprehensive assessment of the individual's ability to do the job, compatibility with the client organization and operating environment, and interest level in the opportunity.

Client Interviews
A detailed presentation is provided on each candidate recommended and client interviews are scheduled. Following the interviews, the consultant follows up with both client and candidate to determine that candidate's fit within the organization and to discuss appropriate next steps. In addition, thorough reference checks are conducted.

Final Selection and Negotiation
At the time a client is ready to make a final selection, a strategy is developed for the preparation and presentation of a formal offer of employment. As a third party participant, the consultant can recommend and assist in the negotiation of an acceptable compensation package.

Follow-Up
After the search is completed, close contact is maintained with both client and the new executive in order to ensure a positive, long-term relationship.